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> GOVERNANCE - home > Employment protection legislation database - EPLex > Netherlands

Netherlands - Procedural requirements for individual dismissals


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Notification to the worker to be dismissed: no specific form required

Remarks:
  • Art. 7:672(1) CC: Notice of termination shall be given at the end of the month, unless another day has been designated for this purpose by written agreement or by custom (so called “aanzegdag”).

Notice period:
Remarks:
  • Since the 2015 reform, the employer can no longer choose which procedure to follow.

    Article 7:669 CC establishes the procedure to be followed. The employer may terminate the employment contract if there are reasonable grounds for doing so and redeployment of the employee within a reasonable period, whether or not by means of training, to another suitable position is not possible or would not be logical.

    The statutory minimum notice period to be respected depends on the worker's length of service, as follows (Art. 7:672(2) CC):
    * less than 5 years of service: 1 month
    * between 5 and less than 10 years: 2 months
    * between 10 and less than 15 years: 3 months
    * 15 years or more years: 4 months
    • tenure ≥ 6 months
      • 1 month(s).
    • tenure ≥ 9 months
      • 1 month(s).
    • tenure ≥ 1 year
      • 1 month(s).
    • tenure ≥ 2 years
      • 1 month(s).
    • tenure ≥ 4 years
      • 1 month(s).
    • tenure ≥ 5 years
      • 2 month(s).
    • tenure ≥ 10 years
      • 3 month(s).
    • tenure ≥ 20 years
      • 4 month(s).

    Pay in lieu of notice: Yes

    Remarks:
    • If an employee is terminated before the notice period ends, the employer must pay him or her the wage he or she would have received until the end of the notice period, Art. 7:672 (10) CC.

      The court can decide to lower this compensation payment, if it considers this to be fair in view of the circumstances, on the understanding that the compensation may not be less than the monetary wage over the notice period referred to in Art. 7:672 (2) CC, nor less than the monetary wage for three months.

    Notification to the public administration: Yes

    Remarks:
    • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract, in case of dismissals based on the employee’s conduct or capacity (Art. 7:671a CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (Art. 7:671a CC), in case of economic dismissals or dismissals based on long-term sicknesses.
      On the procedure to be followed, see Art. 7:671a and 7:671b CC.

    Notification to workers' representatives: No

    Approval by public administration or judicial bodies: Yes

    Remarks:
    • Approval by the administration is required only if the employer has to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (see above, Art. 7:671a CC). On the procedure to be followed, see Art. 7:671a CC.
      Alternatively he must turn to the Court to obtain the judicial rescission of the contract (see Art. 7:671b CC

    Approval by workers' representatives: No

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    Notification to the worker to be dismissed: no specific form required

    Remarks:
    • Art. 7:672(1) CC: Notice of termination shall be given at the end of the month, unless another day has been designated for this purpose by written agreement or by custom (so called “aanzegdag”).

    Notice period:
    Remarks:
    • Since the 2015 reform, the employer can no longer choose which procedure to follow.

      Article 7:669 CC establishes the procedure to be followed. The employer may terminate the employment contract if there are reasonable grounds for doing so and redeployment of the employee within a reasonable period, whether or not by means of training, to another suitable position is not possible or would not be logical.

      The statutory minimum notice period to be respected depends on the worker's length of service, as follows (Art. 7:672(2) CC):
      * less than 5 years of service: 1 month
      * between 5 and less than 10 years: 2 months
      * between 10 and less than 15 years: 3 months
      * 15 years or more years: 4 months
      • tenure ≥ 6 months
        • 1 month(s).
      • tenure ≥ 9 months
        • 1 month(s).
      • tenure ≥ 1 year
        • 1 month(s).
      • tenure ≥ 2 years
        • 1 month(s).
      • tenure ≥ 4 years
        • 1 month(s).
      • tenure ≥ 5 years
        • 2 month(s).
      • tenure ≥ 10 years
        • 3 month(s).
      • tenure ≥ 20 years
        • 4 month(s).

      Pay in lieu of notice: Yes

      Remarks:
      • If an employee is terminated before the notice period ends, the employer must pay him or her the wage he or she would have received until the end of the notice period, sec. 7:672 (10) CC.

        The court can decide to lower this compensation payment, if it considers this to be fair in view of the circumstances, on the understanding that the compensation may not be less than the monetary wage over the notice period referred to in Art. 7:672 (2) CC, nor less than the monetary wage for three months.

      Notification to the public administration: Yes

      Remarks:
      • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract, in case of dismissals based on the employee’s conduct or capacity ( sec. 7:671a CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (sec. 7:671a CC), in case of economic dismissals or dismissals based on long-term sicknesses.
        On the procedure to be followed, see the sec. 7:671a and 7:671b CC.

      Notification to workers' representatives: No

      Approval by public administration or judicial bodies: Yes

      Remarks:
      • Approval by the administration is required only if the employer has to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (see above, sec. 7:671a CC). On the procedure to be followed, see Sec. 7:671a CC.
        Alternatively he must turn to the Court to obtain the judicial rescission of the contract (see sec. 7:671b CC

      Approval by workers' representatives: No

      + show references

      Notification to the worker to be dismissed: no specific form required

      Remarks:
      • Art. 7:672(1) CC: Notice of termination shall be given at the end of the month, unless another day has been designated for this purpose by written agreement or by custom (so called “aanzegdag”).

      Notice period:
      Remarks:
      • Since the 2015 reform, the employer can no longer choose which procedure to follow.

        Article 7:669 CC establishes the procedure to be followed. The employer may terminate the employment contract if there are reasonable grounds for doing so and redeployment of the employee within a reasonable period, whether or not by means of training, to another suitable position is not possible or would not be logical.

        The statutory minimum notice period to be respected depends on the worker's length of service, as follows (Art. 7:672(2) CC):
        * less than 5 years of service: 1 month
        * between 5 and less than 10 years: 2 months
        * between 10 and less than 15 years: 3 months
        * 15 years or more years: 4 months
        • tenure ≥ 6 months
          • 1 month(s).
        • tenure ≥ 9 months
          • 1 month(s).
        • tenure ≥ 1 year
          • 1 month(s).
        • tenure ≥ 2 years
          • 1 month(s).
        • tenure ≥ 4 years
          • 1 month(s).
        • tenure ≥ 5 years
          • 2 month(s).
        • tenure ≥ 10 years
          • 3 month(s).
        • tenure ≥ 20 years
          • 4 month(s).

        Pay in lieu of notice: Yes

        Remarks:
        • If an employee is terminated before the notice period ends, the employer must pay him or her the wage he or she would have received until the end of the notice period, sec. 7:672 (10) CC.

          The court can decide to lower this compensation payment, if it considers this to be fair in view of the circumstances, on the understanding that the compensation may not be less than the monetary wage over the notice period referred to in Art. 7:672 (2) CC, nor less than the monetary wage for three months.

        Notification to the public administration: Yes

        Remarks:
        • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract, in case of dismissals based on the employee’s conduct or capacity ( sec. 7:671a CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (sec. 7:671a CC), in case of economic dismissals or dismissals based on long-term sicknesses.
          On the procedure to be followed, see the sec. 7:671a and 7:671b CC.

        Notification to workers' representatives: No

        Approval by public administration or judicial bodies: Yes

        Remarks:
        • Approval by the administration is required only if the employer has to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (see above, sec. 7:671a CC). On the procedure to be followed, see Sec. 7:671a CC.
          Alternatively he must turn to the Court to obtain the judicial rescission of the contract (see sec. 7:671b CC

        Approval by workers' representatives: No

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        Notification to the worker to be dismissed: no specific form required

        Remarks:
        • No statutory provision found in the legislation reviewed.

        Notice period:
          • tenure ≥ 6 months
            • 1 month(s).
          • tenure ≥ 9 months
            • 1 month(s).
          • tenure ≥ 1 year
            • 1 month(s).
          • tenure ≥ 2 years
            • 1 month(s).
          • tenure ≥ 4 years
            • 1 month(s).
          • tenure ≥ 5 years
            • 2 month(s).
          • tenure ≥ 10 years
            • 3 month(s).
          • tenure ≥ 20 years
            • 4 month(s).

          Pay in lieu of notice: Yes

          Remarks:
          • If an employee is terminated before the notice period ends, the employer must pay him or her the wage he or she would have received until the end of the notice period, sec. 7:672 (10) CC. (The court can decide to lower this compensation payment, having regard to the principles of reasonableness and fairness, but cannot grant less than 2 monthly wages, sec. 7:672 (11) CC.)

          Notification to the public administration: Yes

          Remarks:
          • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract, in case of dismissals based on the employee’s conduct or capacity ( sec. 7:671a CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (sec. 7:671a CC), in case of economic dismissals or dismissals based on long-term sicknesses.
            On the procedure to be followed, see the sec. 7:671a and 7:671b CC.

          Notification to workers' representatives: No

          Approval by public administration or judicial bodies: Yes

          Remarks:
          • Approval by the administration is required only if the employer has to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (see above, sec. 7:671a CC). On the procedure to be followed, see Sec. 7:671a CC.
            Alternatively he must turn to the Court to obtain the judicial rescission of the contract (see sec. 7:671b CC

          Approval by workers' representatives: No

          + show references

          Notification to the worker to be dismissed: no specific form required

          Remarks:
          • No statutory provision found in the legislation reviewed.

          Notice period:
          Remarks:
          • Under Dutch law, an employer who intends to dismiss an employee can choose betweenhas to refer to either:
            1) Termination for economic reasons or long-term sicknesses via a prior permit from the administrative authority UWV WERKbedrijf (former CWI), or termination based on other “reasonable grounds” with approval of the district court (Cantonal court)::
            Once the permit has been obtained, the statutory minimum notice period to be respected depends on the worker's length of service, as follows (sec. 7:672 (2) CC):
            * less than 5 years of service: 1 month;
            * between 5 and less than 10 years: 2 months
            * between 10 and less than 15 years: 3 months
            * 15 years or more years: 4 months.

            Note: If notice is given after a permit has been obtained, the notice period may be reduced by one month to compensate for the duration of the permit procedure, provided a minimum period of one month is observed (sec. 7:672 (4) CC).

            OR

            2) Termination of the contract for other “reasonable grounds” or "important reasons". In case of a rescission for “important reasons”, the decision is effective immediately and the employer is not bound by any statutory notice period: sec. 7:677(1) CC. (Note: this possibility is equally offered to an employee who wishes to terminate his contract)
            Important reasons are those circumstances that would have warranted a termination of his employment with immediate effect for an 'urgent cause', see above. tenure ≥ 6 months

            • tenure ≥ 6 months
              • prior dismissal permit - 1 month(s).
              • judicial rescission - 0 month(s).
            • tenure ≥ 9 months
              • prior dismissal permit - 1 month(s).
              • judicial rescission - 0 month(s).
            • tenure ≥ 2 years
              • prior dismissal permit - 1 month(s).
              • judicial rescission - 0 month(s).
            • tenure ≥ 4 years
              • prior dismissal permit - 1 month(s).
              • judicial rescission - 0 month(s).
            • tenure ≥ 5 years
              • prior dismissal permit - 2 month(s).
              • judicial rescission - 0 month(s).
            • tenure ≥ 10 years
              • prior dismissal permit - 3 month(s).
              • judicial rescission - 0 month(s).
            • tenure ≥ 20 years
              • prior dismissal permit - 4 month(s).
              • judicial rescission - 0 month(s).

            Pay in lieu of notice: Yes

            NOTE: This information has changed since the previous period covered.
            Remarks:
            • If an employee is terminated before the notice period ends, the employer must pay him or her the wage he or she would have received until the end of the notice period, sec. 7:672 (10) CC. (The court can decide to lower this compensation payment, having regard to the principles of reasonableness and fairness, but cannot grant less than 2 monthly wages, sec. 7:672 (11) CC.)

            Notification to the public administration: Yes

            Remarks:
            • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract, in case of dismissals based on the employee’s conduct or capacity ( sec. 7:671a CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (sec. 7:671a CC), in case of economic dismissals or dismissals based on long-term sicknesses.
              On the procedure to be followed, see the sec. 7:671a and 7:671b CC.

            Notification to workers' representatives: No

            Approval by public administration or judicial bodies: Yes

            Remarks:
            • Approval by the administration is required only if the employer has to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (see above, sec. 7:671a CC). On the procedure to be followed, see Sec. 7:671a CC.
              Alternatively he must turn to the Court to obtain the judicial rescission of the contract (see sec. 7:671b CC

            Approval by workers' representatives: No

            + show references

            Notification to the worker to be dismissed: no specific form required

            Remarks:
            • No statutory provision found in the legislation reviewed.

            Notice period:
            Remarks:
            • Under Dutch law, an employer who intends to dismiss an employee can choose between:
              1) Termination via a prior permit from the administrative authority UWV WERKbedrijf (former CWI):
              Once the permit has been obtained, the statutory minimum notice period to be respected depends on the worker's length of service, as follows (sec. 7:672 (2) CC):
              * less than 5 years of service: 1 month;
              * between 5 and less than 10 years: 2 months
              * between 10 and less than 15 years: 3 months
              * 15 years or more years: 4 months.

              Note: If notice is given after a permit has been obtained, the notice period may be reduced by one month to compensate for the duration of the permit procedure, provided a minimum period of one month is observed (sec. 7:672 (4) CC).

              2) Judicial rescission of the contract for "important reasons": the court decision is effective immediately and the employer is not bound by any statutory notice period: sec. 7:685(1) CC. (Note: this possibility is equally offered to an employee who wishes to terminate his contract)
              Important reasons are: 1) those circumstances that would have warranted a termination of his employment with immediate effect for an 'urgent cause' or 2) change of circumstances of such a nature that the contract should in all fairness be terminated instantly or on short notice (sec. 7:685 (2) CC).
              • tenure ≥ 6 months
                • prior dismissal permit - 1 month(s).
                • judicial rescission - 0 month(s).
              • tenure ≥ 9 months
                • prior dismissal permit - 1 month(s).
                • judicial rescission - 0 month(s).
              • tenure ≥ 2 years
                • prior dismissal permit - 1 month(s).
                • judicial rescission - 0 month(s).
              • tenure ≥ 4 years
                • prior dismissal permit - 1 month(s).
                • judicial rescission - 0 month(s).
              • tenure ≥ 5 years
                • prior dismissal permit - 2 month(s).
                • judicial rescission - 0 month(s).
              • tenure ≥ 10 years
                • prior dismissal permit - 3 month(s).
                • judicial rescission - 0 month(s).
              • tenure ≥ 20 years
                • prior dismissal permit - 4 month(s).
                • judicial rescission - 0 month(s).

              Pay in lieu of notice: No

              Notification to the public administration: Yes

              Remarks:
              • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (sec. 6 ELRD).
                On the procedure to be followed, see: Dismissal Decree (1998 as amended).

              Notification to workers' representatives: No

              Approval by public administration or judicial bodies: Yes

              Remarks:
              • Approval by the administration is required only if the employer chooses to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (sec. 6 ELRD). On the procedure to be followed, see: Dismissal Decree (1998 as amended).
                Alternatively he can turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC).

              Approval by workers' representatives: No

              + show references

              Notification to the worker to be dismissed: no specific form required

              Remarks:
              • No statutory provision found in the legislation reviewed.

              Notice period:
              Remarks:
              • Under Dutch law, an employer who intends to dismiss an employee can choose between:
                1) Termination via a prior permit from the administrative authority UWV WERKbedrijf (former CWI):
                Once the permit has been obtained, the statutory minimum notice period to be respected depends on the worker's length of service, as follows (sec. 7:672 (2) CC):
                * less than 5 years of service: 1 month;
                * between 5 and less than 10 years: 2 months
                * between 10 and less than 15 years: 3 months
                * 15 years or more years: 4 months.

                Note: If notice is given after a permit has been obtained, the notice period may be reduced by one month to compensate for the duration of the permit procedure, provided a minimum period of one month is observed (sec. 7:672 (4) CC).

                2) Judicial rescission of the contract for "important reasons": the court decision is effective immediately and the employer is not bound by any statutory notice period: sec. 7:685(1) CC. (Note: this possibility is equally offered to an employee who wishes to terminate his contract)
                Important reasons are: 1) those circumstances that would have warranted a termination of his employment with immediate effect for an 'urgent cause' or 2) change of circumstances of such a nature that the contract should in all fairness be terminated instantly or on short notice (sec. 7:685 (2) CC).
                • tenure ≥ 6 months
                  • prior dismissal permit - 1 month(s).
                  • judicial rescission - 0 month(s).
                • tenure ≥ 9 months
                  • prior dismissal permit - 1 month(s).
                  • judicial rescission - 0 month(s).
                • tenure ≥ 2 years
                  • prior dismissal permit - 1 month(s).
                  • judicial rescission - 0 month(s).
                • tenure ≥ 4 years
                  • prior dismissal permit - 1 month(s).
                  • judicial rescission - 0 month(s).
                • tenure ≥ 5 years
                  • prior dismissal permit - 2 month(s).
                  • judicial rescission - 0 month(s).
                • tenure ≥ 10 years
                  • prior dismissal permit - 3 month(s).
                  • judicial rescission - 0 month(s).
                • tenure ≥ 20 years
                  • prior dismissal permit - 4 month(s).
                  • judicial rescission - 0 month(s).

                Pay in lieu of notice: No

                Notification to the public administration: Yes

                Remarks:
                • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (sec. 6 ELRD).
                  On the procedure to be followed, see: Dismissal Decree (1998 as amended).

                Notification to workers' representatives: No

                Approval by public administration or judicial bodies: Yes

                Remarks:
                • Approval by the administration is required only if the employer chooses to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (sec. 6 ELRD). On the procedure to be followed, see: Dismissal Decree (1998 as amended).
                  Alternatively he can turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC).

                Approval by workers' representatives: No

                + show references

                Notification to the worker to be dismissed: no specific form required

                Remarks:
                • No statutory provision found in the legislation reviewed.

                Notice period:
                Remarks:
                • Under Dutch law, an employer who intends to dismiss an employee can choose between:
                  1) Termination via a prior permit from the administrative authority UWV WERKbedrijf (former CWI):
                  Once the permit has been obtained, the statutory minimum notice period to be respected depends on the worker's length of service, as follows (sec. 7:672 (2) CC):
                  * less than 5 years of service: 1 month;
                  * between 5 and less than 10 years: 2 months
                  * between 10 and less than 15 years: 3 months
                  * 15 years or more years: 4 months.

                  Note: If notice is given after a permit has been obtained, the notice period may be reduced by one month to compensate for the duration of the permit procedure, provided a minimum period of one month is observed (sec. 7:672 (4) CC).

                  2) Judicial rescission of the contract for "important reasons": the court decision is effective immediately and the employer is not bound by any statutory notice period: sec. 7:685(1) CC. (Note: this possibility is equally offered to an employee who wishes to terminate his contract)
                  Important reasons are: 1) those circumstances that would have warranted a termination of his employment with immediate effect for an 'urgent cause' or 2) change of circumstances of such a nature that the contract should in all fairness be terminated instantly or on short notice (sec. 7:685 (2) CC).
                  • tenure ≥ 6 months
                    • prior dismissal permit - 1 month(s).
                    • judicial rescission - 0 month(s).
                  • tenure ≥ 9 months
                    • prior dismissal permit - 1 month(s).
                    • judicial rescission - 0 month(s).
                  • tenure ≥ 2 years
                    • prior dismissal permit - 1 month(s).
                    • judicial rescission - 0 month(s).
                  • tenure ≥ 4 years
                    • prior dismissal permit - 1 month(s).
                    • judicial rescission - 0 month(s).
                  • tenure ≥ 5 years
                    • prior dismissal permit - 2 month(s).
                    • judicial rescission - 0 month(s).
                  • tenure ≥ 10 years
                    • prior dismissal permit - 3 month(s).
                    • judicial rescission - 0 month(s).
                  • tenure ≥ 20 years
                    • prior dismissal permit - 4 month(s).
                    • judicial rescission - 0 month(s).

                  Pay in lieu of notice: No

                  Notification to the public administration: Yes

                  Remarks:
                  • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (sec. 6 ELRD).
                    On the procedure to be followed, see: Dismissal Decree (1998 as amended).

                  Notification to workers' representatives: No

                  Approval by public administration or judicial bodies: Yes

                  Remarks:
                  • Approval by the administration is required only if the employer chooses to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (sec. 6 ELRD). On the procedure to be followed, see: Dismissal Decree (1998 as amended).
                    Alternatively he can turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC).

                  Approval by workers' representatives: No

                  + show references

                  Notification to the worker to be dismissed: no specific form required

                  Remarks:
                  • No statutory provision found in the legislation reviewed.

                  Notice period:
                  Remarks:
                  • Under Dutch law, an employer who intends to dismiss an employee can choose between:
                    1) Termination via a prior permit from the administrative authority UWV WERKbedrijf (former CWI):
                    Once the permit has been obtained, the statutory minimum notice period to be respected depends on the worker's length of service, as follows (sec. 7:672 (2) CC):
                    * less than 5 years of service: 1 month;
                    * between 5 and less than 10 years: 2 months
                    * between 10 and less than 15 years: 3 months
                    * 15 years or more years: 4 months.

                    Note: If notice is given after a permit has been obtained, the notice period may be reduced by one month to compensate for the duration of the permit procedure, provided a minimum period of one month is observed (sec. 7:672 (4) CC).

                    2) Judicial rescission of the contract for "important reasons": the court decision is effective immediately and the employer is not bound by any statutory notice period: sec. 7:685(1) CC. (Note: this possibility is equally offered to an employee who wishes to terminate his contract)
                    Important reasons are: 1) those circumstances that would have warranted a termination of his employment with immediate effect for an 'urgent cause' or 2) change of circumstances of such a nature that the contract should in all fairness be terminated instantly or on short notice (sec. 7:685 (2) CC).
                    • tenure ≥ 6 months
                      • prior dismissal permit - 1 month(s).
                      • judicial rescission - 0 month(s).
                    • tenure ≥ 9 months
                      • prior dismissal permit - 1 month(s).
                      • judicial rescission - 0 month(s).
                    • tenure ≥ 2 years
                      • prior dismissal permit - 1 month(s).
                      • judicial rescission - 0 month(s).
                    • tenure ≥ 4 years
                      • prior dismissal permit - 1 month(s).
                      • judicial rescission - 0 month(s).
                    • tenure ≥ 5 years
                      • prior dismissal permit - 2 month(s).
                      • judicial rescission - 0 month(s).
                    • tenure ≥ 10 years
                      • prior dismissal permit - 3 month(s).
                      • judicial rescission - 0 month(s).
                    • tenure ≥ 20 years
                      • prior dismissal permit - 4 month(s).
                      • judicial rescission - 0 month(s).

                    Pay in lieu of notice: No

                    Notification to the public administration: Yes

                    Remarks:
                    • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (sec. 6 ELRD).
                      On the procedure to be followed, see: Dismissal Decree (1998 as amended).

                    Notification to workers' representatives: No

                    Approval by public administration or judicial bodies: Yes

                    Remarks:
                    • Approval by the administration is required only if the employer chooses to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (sec. 6 ELRD). On the procedure to be followed, see: Dismissal Decree (1998 as amended).
                      Alternatively he can turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC).

                    Approval by workers' representatives: No

                    + show references

                    Notification to the worker to be dismissed: no specific form required

                    Remarks:
                    • No statutory provision found in the legislation reviewed.

                    Notice period:
                    Remarks:
                    • Under Dutch law, an employer who intends to dismiss an employee can choose between:
                      1) Termination via a prior permit from the administrative authority UWV WERKbedrijf (former CWI):
                      Once the permit has been obtained, the statutory minimum notice period to be respected depends on the worker's length of service, as follows (sec. 7:672 (2) CC):
                      * less than 5 years of service: 1 month;
                      * between 5 and less than 10 years: 2 months
                      * between 10 and less than 15 years: 3 months
                      * 15 years or more years: 4 months.

                      Note: If notice is given after a permit has been obtained, the notice period may be reduced by one month to compensate for the duration of the permit procedure, provided a minimum period of one month is observed (sec. 7:672 (4) CC).

                      2) Judicial rescission of the contract for "important reasons": the court decision is effective immediately and the employer is not bound by any statutory notice period: sec. 7:685(1) CC. (Note: this possibility is equally offered to an employee who wishes to terminate his contract)
                      Important reasons are: 1) those circumstances that would have warranted a termination of his employment with immediate effect for an 'urgent cause' or 2) change of circumstances of such a nature that the contract should in all fairness be terminated instantly or on short notice (sec. 7:685 (2) CC).
                      • tenure ≥ 6 months
                        • prior dismissal permit - 1 month(s).
                        • judicial rescission - 0 month(s).
                      • tenure ≥ 9 months
                        • prior dismissal permit - 1 month(s).
                        • judicial rescission - 0 month(s).
                      • tenure ≥ 2 years
                        • prior dismissal permit - 1 month(s).
                        • judicial rescission - 0 month(s).
                      • tenure ≥ 4 years
                        • prior dismissal permit - 1 month(s).
                        • judicial rescission - 0 month(s).
                      • tenure ≥ 5 years
                        • prior dismissal permit - 2 month(s).
                        • judicial rescission - 0 month(s).
                      • tenure ≥ 10 years
                        • prior dismissal permit - 3 month(s).
                        • judicial rescission - 0 month(s).
                      • tenure ≥ 20 years
                        • prior dismissal permit - 4 month(s).
                        • judicial rescission - 0 month(s).

                      Pay in lieu of notice: No

                      Notification to the public administration: Yes

                      Remarks:
                      • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (sec. 6 ELRD).
                        On the procedure to be followed, see: Dismissal Decree (1998 as amended).

                      Notification to workers' representatives: No

                      Approval by public administration or judicial bodies: Yes

                      Remarks:
                      • Approval by the administration is required only if the employer chooses to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (sec. 6 ELRD). On the procedure to be followed, see: Dismissal Decree (1998 as amended).
                        Alternatively he can turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC).

                      Approval by workers' representatives: No

                      + show references

                      Notification to the worker to be dismissed: no specific form required

                      Remarks:
                      • No statutory provision found in the legislation reviewed.

                      Notice period:
                      Remarks:
                      • Under Dutch law, an employer who intends to dismiss an employee can choose between:
                        1) Termination via a prior permit from the administrative authority UWV WERKbedrijf (former CWI):
                        Once the permit has been obtained, the statutory minimum notice period to be respected depends on the worker's length of service, as follows (sec. 7:672 (2) CC):
                        * less than 5 years of service: 1 month;
                        * between 5 and less than 10 years: 2 months
                        * between 10 and less than 15 years: 3 months
                        * 15 years or more years: 4 months.

                        Note: If notice is given after a permit has been obtained, the notice period may be reduced by one month to compensate for the duration of the permit procedure, provided a minimum period of one month is observed (sec. 7:672 (4) CC).

                        2) Judicial rescission of the contract for "important reasons": the court decision is effective immediately and the employer is not bound by any statutory notice period: sec. 7:685(1) CC. (Note: this possibility is equally offered to an employee who wishes to terminate his contract)
                        Important reasons are: 1) those circumstances that would have warranted a termination of his employment with immediate effect for an 'urgent cause' or 2) change of circumstances of such a nature that the contract should in all fairness be terminated instantly or on short notice (sec. 7:685 (2) CC).
                        • tenure ≥ 6 months
                          • prior dismissal permit - 1 month(s).
                          • judicial rescission - 0 month(s).
                        • tenure ≥ 9 months
                          • prior dismissal permit - 1 month(s).
                          • judicial rescission - 0 month(s).
                        • tenure ≥ 2 years
                          • prior dismissal permit - 1 month(s).
                          • judicial rescission - 0 month(s).
                        • tenure ≥ 4 years
                          • prior dismissal permit - 1 month(s).
                          • judicial rescission - 0 month(s).
                        • tenure ≥ 5 years
                          • prior dismissal permit - 2 month(s).
                          • judicial rescission - 0 month(s).
                        • tenure ≥ 10 years
                          • prior dismissal permit - 3 month(s).
                          • judicial rescission - 0 month(s).
                        • tenure ≥ 20 years
                          • prior dismissal permit - 4 month(s).
                          • judicial rescission - 0 month(s).

                        Pay in lieu of notice: No

                        Notification to the public administration: Yes

                        Remarks:
                        • If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (sec. 6 ELRD).
                          On the procedure to be followed, see: Dismissal Decree (1998 as amended).

                        Notification to workers' representatives: No

                        Approval by public administration or judicial bodies: Yes

                        Remarks:
                        • Approval by the administration is required only if the employer chooses to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (sec. 6 ELRD). On the procedure to be followed, see: Dismissal Decree (1998 as amended).
                          Alternatively he can turn to the Court to obtain the judicial rescission of the contract (sec. 7:685 CC).

                        Approval by workers' representatives: No